This facilitates the empowerment of employees and the human resource managers within the organization as they play vital roles in making decisions that are shared and collective (Price, 2011). The process is done for the benefit of both the organization's employees and the management (Brumfitt et al, 2001). In other words, the human resource management focuses more on the approaches known as TQM which implies that an organizations management and its employees have shared authority and power (Price, 2011). It facilitates the adoption of the approach known as bottom-up whereby the organization's employees provide feedback to their top management who in turn offer the support required so that they can meet their mutually agreed objectives or goals (Aswathappa, 2009). Personnel management and human resource management may also differ in terms of the roles of leadership or management under the two and their impacts on an organizations structure and culture according to Storye. According to him, personnel management does emphasize on leadership styles that are very transactional which views an organizations leader as a person who is task oriented. The leader of an organization’s personnel does focus more on the procedures that ought to be followed by the employees of the organization. He or she may use punishments for employees who are non-performing or do not comply with the organization’s regulations or rules (Storye, 1992). The Difference between Personnel Management and Human Resource Management.
Aswathappa, K. (2009). Human Resource And Personnel Management, New York: Tata McGraw-Hill Education.
Brumfitt, K., Barnes, S, Norris, L. & Jones, J. (2001). Human Resources, Washington: Nelson Thornes.
Koster, M. (2007). Human Resource Management Versus Personnel Management, New York: GRIN Verlag.
Price, A. (2011). Human Resource Management, London: Cengage Learning.
Storye, J. (1992). Developments In The Management Of Human Resources: An Analytical Review, New York: John Wiley & Sons.
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